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Tag Archives: Think People

Increase Company Morale

People issues. Many leaders will tell you that people problems keep them up at night. From dealing with the under-performers to retaining and motivating the superstars, people problems dominate a leader’s thoughts.

One primary difference between a great culture and a poor one is this: a great culture has stars in every seat and a poor culture tolerates under-performers.

That’s what Trevor Throness explains in his new book, The Power of People Skills. His book teaches how to make the right people decisions. Don’t let the difficult people problems slow you down. His book is a helpful guide to everyone in management. I recently spoke with him about his work. Trevor is a coach who has helped hundreds of entrepreneurs and organizations fix people problems and build exceptional cultures.

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“The one quality that all successful business leaders have in common is tenacity.” –Trevor Throness

Attracting A Players. Many say they want to do this, but they don’t put the time and resources in to show it’s a priority. Why is it so important?

It’s important because A Players are up to 300% more productive and valuable to you than others. Think of your best person; wouldn’t you rather lose three other weaker players than lose him? One great employee is worth three adequate employees. The irony is that often the best employees cost nearly the same as the worst. 50% of medical doctors graduated in the bottom half of their class, but they all charge the same!

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“A-Players are up to 300% more productive and valuable to you than others.” –Trevor Throness

2 People Myths

What are some of the people myths that affect many companies?

Here are two of the biggest myths:

People’s basic weaknesses will change if they’re coached

Often leaders believe that, through their expert intervention, the basic construct of someone’s personality will change. “Sure, today they’re a quiet, detail-oriented person who prefers to work alone, but once I show them the way, they’ll become an aggressive leader!” The truth is that leopards don’t change their spots. The best case scenario for any employee is that he will become a better version of who he already is. If you’re unhappy with the fundamentals of who he is, coaching is not going to fix that.

The point of coaching is to help people fix their weaknesses

The focus of coaching should be to capitalize on strengths, not to build a set of strong weaknesses. When I’m coaching someone, and we’re discussing weaknesses, I’m hoping that the person will grow in self-awareness so she can see how her weaknesses affect her team and then moderate that behavior. Mostly, however, I’m looking to adjust her role so that she can spend more of her day capitalizing on her strengths, doing what she was born to do, what makes her feel strong, and what accounts for most of her results.

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“One great employee is worth three adequate employees.” –Trevor Throness